Human Resources Management Basics PPT 4.3a

Human Resources (BOH4M)

• This course covers the fundamentals of human resources management.
• Part 1 of 3 focuses on managing HR until training.

Success Criteria

• Students will explain the purpose of HR and identify its various functions.
• Students will differentiate between job titles, descriptions, and specifications.
• Students will construct appropriate and effective interview questions.

H.R. and the Organization

• No further details provided for this section.

Be Nice to HR!!!

• A general encouragement to appreciate the importance of HR departments.

Discuss

• Students will discuss the role and responsibilities of HR.
• A discussion on what HR does and who they are.

Human Resources

• Human Resources is a combination of people and assets of value.
• Businesses have HR departments to manage the many aspects of their workforce.
• Employees represent a valuable resource for organizations.

What Does HR Do?

• HR handles job analysis (determining job requirements).
• HR manages recruitment and selection.
• HR covers training and development.
• Compensation (pay) administration is part of HR.
• Performance appraisals (employee evaluation) fall under HR.
• Labour relations (union negotiations) is handled by HR.
• Workplace health and safety (safety policies) is part of HR.

Study Question 1: Why do people make the difference?

• Human capital is essential for organizations' long-term success.
• Organizations perform better when they treat employees well.
• Human resources are vital to organizational success—or failure.

Everything Falls into 3 Categories

• HR responsibilities fall into three categories:
  • Attracting a quality workforce (planning, recruiting, selecting).
  • Developing a quality workforce (training, development, performance review).
  • Maintaining a quality workforce (career development, work-life balance, compensation, benefits, employee retention, labour relations).

Legal Issues in H.R.

• No specific details provided for this section.

Study Question 2: What is strategic human resource management?

• Discrimination in employment occurs when someone is denied a job due to factors irrelevant to job requirements.
• Employment equity (in Canada) aims to give preference to certain groups (Aboriginals, women, visible minorities, people with disabilities).
• Bona fide occupational requirements are justified employment criteria based on job performance needs.

Current legal issues in HR management

• Sexual harassment involves unwanted sexual conduct.
• The Canadian Human Rights Act and Canada Labour Code protect employees from workplace sexual harassment.

Additional legal issues in HR management

• Comparable worth means that people doing similar work should receive comparable pay.
• Part-time and contract work are becoming more common.

Workplace Health and Safety

• HR is responsible for overseeing workplace safety policies and procedures.
• Examples of related issues are employee injuries, stress, and unsafe work environments.

WHMIS

• WHMIS (Workplace Hazardous Materials Information System) is Canada's national standard for hazard communication in the workplace.
• It includes instructions, safety data sheets, and employee safety training programs.

Workplace Safety Videos

• A discussion about workplace safety videos is included.
• This is followed by discussion questions about the videos.

JOB ANALYSIS

• Job analysis is the foundation for human resources planning
• Job analysis is a systematic study of job tasks and requirements.
• Results specify what the job involves and needed skills for each position

Job Descriptions

• Job descriptions detail the job tasks.
• Example: Describing a counter server's duties (e.g., greeting customers, handling cash, inventory)

Job Specifications

• Job specifications outline the skills and qualifications required for the position.
• Example: A counter server may need high school diploma, experience, and ability to lift weight.

RECRUITMENT AND SELECTION

• No further details provided for this section.

Recruitment

• Recruitment is the process of attracting qualified job applicants.
• Recruitment steps include advertising job openings, contacting potential applicants, and evaluating qualifications.

Recruitment methods

• External recruitment sources look outside the company.
• Internal recruitment sources look inside the company.
• Traditional recruitment often only highlights positive aspects.
• Realistic job previews provide complete information to applicants.

Discussion - Small Groups

• A scenario (principal position opening) is used for a recruitment discussion.
• Students discuss internal and external recruitment strategies.

Interviewing

• Two major interview types exist: structured and unstructured.
• Structured interviews utilize standardized questions to minimize bias.
• Unstructured interviews use varied questions that lead to more natural interaction, but can be biased.

Interview Memes

• No further details provided for this section.

Interviewing – Questions to Ask

• Interview questions should be relevant to the job and not easily answerable from a resume.
• Questions may test aptitude and analyze a candidate's thought process.

Ask questions that allow you to get to know a person

• Questions should focus on personality and work attitudes (fit for the organization)
• Fit for the specific job (person-job).

Avoiding asking questions that you can find answers to on a resume

• No further details provided for this section.

Questions that you are not allowed to ask

• Employers cannot ask about age, marital status, personal questions or other protected information.
• This list includes details about disabilities, criminal records, or affiliations.